selection sujeet (2).pptx
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PERSONNEL SELECTION
Group MembersKawish ShresthaSujeet Regmi
Samikshya SinghSweta Dahal
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SELECTION: WHAT IS IT ?
• Selection is the process of choosing suitable candidates (out of the poo
applicants) who posses the required qualifications and competence fo
• The process helps to identify and hire candidates with a greater likelih
success in a job.
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SELECTION VS RECRUITMENTRecruitment
• Purpose is to create a talent pool of candidates by attractingmore and more employees to apply in the organization
• Recruitment is a positie process i!e! encouraging more
applicants to apply
• Recruitment is concerned with tapping the sources of humanresources!
Selection
• Purpose is to choose the right candidate to "ll positions in the or
• selection is a negatie process as it inoles rejecunsuitable c
• selection is concerned with selecting the mocandidate through arious interiew
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SELECTION PROCESS STEPS
•
Screening applications and resumes
• Testing and reviewing work samples
• Interviewing candidates
• !amining background and references
• "aking a selection
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SELECTION METHODS:
• #enerally $ types used
#! Testing
%. #athering Information
$.Interview
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TESTING:• &llows to measure knowledge' skill' and ability and
characteristics.
• Types
• ognitive ability test
• *ersonality test
• *hysical ability test
• Integrity test• +ork sample test ,- Simulation.
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• ses questions or problems to measure ability to learn quickly'logic' reason' comprehend
• &ssess a person/s aptitude or potential to solve job0related problems e.g. I1 test
• &dvantages• 2ave been demonstrated to predict job performance particularly
for more comple! jobs.• 3isadvantage
• an be time0consuming to develop if not purchased off0the0shelf.
ognitive ability test
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• !amines the patterns of thought' emotion' and behavior. e.g.
"yers 4riggs• Typically measure traits related to behavior at work' interpersonal
interactions' and satisfaction with different aspects of work
• &dvantages• -educes costs by identifying suitable individuals for hiring.
• 3isadvantages•
"ay lead to individuals responding in a way to positivelymanage their impression or even fake their response
*ersonality test
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• ses tasks or e!ercises that require physical ability to perform.• Typically measure physical attributes and capabilities' such as
strength' balance' and speed. .g. muscular endurance test• &dvantages
• $an identify applicants who are physically unableto perform essential job functions!
• 3isadvantages• More likely to di%er in results by gender than other
types of tests
*hysical ability test
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• !amines the likelihood that applicants will be dishonest orengage in illegal activity.
• &sks 'uestions about preious e(periences related to
ethics and integrity )R about preferences andinterests
• &dvantages• Proides alid eidence for a number of
organizational outcomes e!g! performance• 3isadvantages
• "ay lead to individuals responding in a way to positively
manage their impression or even fake their response
Integrity test
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• Measures speci"c job skills or job knowledge• Re'uire candidates to perform tasks similar to those
performed on the job to assess their leel of skill orcompetence! +!g! Debugging a piece of code!
• &dvantages• Proides alid inferences regarding ability to
perform the job• 3isadvantages
• "ay not be able to assess aptitude to perform morecomple( tasks that may be encountered on the
job
+ork sample test ,-Simulation
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SELECTION METHOD:
ARE THEY EFFECTIVE?
•Three key terms related to effectiveness
VALIDITY
RELIABILI
TY UTILITY
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RELIABILITY
• Refers to the consistency of measurement (across time and jud
• Shows uniformity of the score when retested with same test
• Reliable methods have correlation coefficient 0. or higher (!R"#
• Sat# *R% and *"'T considered highly reliable test
• Test retest# s+lit halves test etc. used to measure reliability
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VALIDITY
• "ost im+ortant criterion for a selection method
• %,tent to which scores on a selection method +redict the actual
+erformance (-ob Relatedness)
• %,amines relationshi+ between selection method and work beh
• Statistical relationshi+ given by coefficient correlation (/ to /)
• 'bility test (0.1/)# structured interview (0.2) (!R"# $ernardin)
• 3ontent validation and criterion validation used to measure valid
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UTILITY
• 4tility formula converts correlation into +rofits to a +articular sel
• 5alid selection method have high utility
• TaylorRussel table estimates success rate of hired em+loyee o
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SELECTION APPROACHES
• "ethod used for the selection criterion
• Two major a++roaches
Singlepredictor
,se any one of the selectionmethod
Multiplepredictor
Multiple hurdle
$ompensatory
-ybrid
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MULTIPLE PREDICTOR
•6iltering of candidates at each test
• 4seful incase of high no. of a++licants• 7racticed by 7ublic Service 3ommissio
Multiple hurdle
(discrete)
• 3andidates +ass through all the tests• Selection based on aggregate score•
4seful incase of less no. of a++licants• Tata consultancy ndia hires engineers
Compensatory
(com+rehensive)
• 3ombination of discrete and com+rehen• Si+radi Trading 7vt. 8td hires engineer
hybrid a++roachHybrid